A lighthearted look at managers and leaders through funny cartoons. They are funny because we immediately see how this happens, or something similar to it, in our working world. They can be a very
A lighthearted look at managers and leaders through funny cartoons. They are funny because we immediately see how this happens, or something similar to it, in our working world. They can be a very useful source of insight and wisdom.
have a real
are often funny
The poor dog has no ﬂex left in the lead. The only thing to
stretch now is his neck! The demands for more ‘stretch’ are not
going to work.
It is too easy for managers to set ‘stretch goals’ rather than be
creative and help to take the collar off or lengthen the lead.
The problem must never be all poor Louie’s - collaboration and
teamwork...by the leader...is what is needed.
It is not as silly as
it ﬁrst sounds!
There is a need for leading...and
there is a need for following.
If everybody in the organisation is trying to take the lead - it is going to be
impossible to make progress.
If everybody is waiting for someone else to take the lead - it is also going to be
impossible to make progress.
Whether you act as a brilliant leader or a committed follower, it should be a
conscious choice - based on wisdom and situational awareness. Don’t be too
proud to be a follower when its appropriate.
It is all about
There needs to be one!
It is important that people see a deﬁnite ‘causal link’ between what they
do...and what they get. It is about ‘cause and effect’ i.e. their behaviour,
performance or outlook directly causes a required outcome.
If you want people to see things a certain way, to feel certain things are
important or to do certain things - make sure that there is a direct link between
individuals doing them...and getting the reward.
“When Peter likes you” may work for Peter...its not very good for the
...just before we go on...
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There are a number of lessons from this cartoon. ‘Group Think’ is one of
them...which is when we all see the same thing because everybody else says it is
that way as well. Its comforting to know that everyone agrees (but it should not be).
The main lesson however is about ‘priming’ people. When someone tells you
to expect a certain thing you are ‘primed’ to look at it this way...and therefore you
do. As leaders we have to be careful about ‘priming’ people to see things the
way we do because this stops useful questioning, innovative ideas and challenge.
Leaders need to be challenged...it brings out the best in them.
It is very easy to see what you
are encouraged to see.
Beware the illusion of the ‘open door’
As leaders we all know about the importance of having an ‘open door’ policy -
“anybody can come in at anytime to talk to me”. That is nice...but how many
We can ‘talk the talk’ of welcoming feedback and being collaborative - but does
our body language and way of speaking make people want to do it?
Beware the risk of giving a mixed message - it only confuses and frustrates.
Who is at fault?
Is it an excuse or a reason?
Its obviously a poor excuse for not exhibiting leadership...just because you
were not told to. Its hardly an advert for a strong leadership personality! It is
clearly a poor excuse for poor performance.
On the other hand it is not helpful if expectations are not clear or if roles are
ambiguous. It is the manager’s role to make sure that expectations are
communicated and understood.
By the way - the real problem might be that the two of them are confusing
‘acting on initiative’ with leadership. Not the same thing.
There are more
leadership laughs on
Thanks for watching the
Jonathan Frost is a Director of
Discovery Coaching Limited and has
been a consultant and coach for
over 17 years.
His focus is on enabling people to
discover the practical tips, hints and
techniques that are relevant to their
everyday leadership life.
He has extensive experience
working with leaders at all levels in
industries as diverse as Retail,
Distribution, Utilities, Defence,
Engineering, Local Government and
If you would like to understand more about
your leadership style, your approach and
how it could be better...our coaching can
make a difference.
We would be delighted to hear from you.